For instance, in your résumé you can focus on the past 20 years, rather than the whole 30 years, and not mention the year you graduated. “It’s not being dishonest, it’s being wise and focusing on the part of the story you want to highlight. Most employers are only hiring you for your experience in the past five to 15 years anyway,” he said.
As well, keeping in good physical shape is important to convey that you have the energy to do the job.
Ride the tide
Keep in mind that taking on new challenges later in your career is part of a trend, advises Susan Eng, spokesperson for CARP, the association for Canadians over 50. “It used to be that people were just expected to leave the workplace and fade into the sunset” and no one thought that people would prefer to keep working after a certain age.
Now, with the elimination of mandatory retirement rules, more people are expecting to work longer.
“A perceptive employer should recognize and see through the age barrier in their own minds and say I want competence and experience and the informal network that people build over a career, and that will give us a competitive advantage.”
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THE RECRUITER
Human resources consultant Barry Bruce explains how employers couch their ageist tendencies – and what to do about it
Barry Bruce, 55, Toronto
Career path: After more than 20 years as a human resources manager, most recently at Ontario Hydro, he decided to start his own human resources company, SOAR Consulting and Training Inc., in Toronto.
What he’s experienced: I’ve done recruiting on contracts for several companies and I know there is ageism at work, both consciously and systemically. I’ve had employers specify they only want candidates who are young and will bring energy to the job. By saying that, they are consciously saying they don’t want anyone who is over a certain age.
Companies will also post job descriptions that set limits such as: “We require someone who has between four and six years of relevant experience.” That means someone like me, who has 20 years of experience, would be viewed as hugely overqualified.
How he counters it: When I bring clients a list of candidates, I include people with a longer track record. I find that often employers find younger candidates don’t have the depth of experience they are looking for and they want to look at people further up the age chain.
His advice: Candidates over 50 should take stock. Do you really need a full-time job and all the stresses? You may be much more attractive as a contract employee.
Also, do an analysis of your financial requirements. If you have significant pension already in place, you don’t need to hold out for more than you were making at your previous job, which can limit your options if you do. At the same time, don’t undervalue yourself, which can raise questions about how serious you are about the job.
